The Safety Program Mistake You Don't Want to Make
The Safety Program Mistake You Don't Want to Make

The Safety Program Mistake You Don't Want to Make

Some employers try to create a safe workplace by rewarding employees when there are no work-related injuries. This is a mistake. While you certainly want to motivate employees to follow your safety procedures, you do not want to incentivize employees to hide injuries and accidents—or to refrain from filing a claim. Encouraging “no injuries” tells employees that they should downplay their injuries or keep them quiet. It may be well-meaning, but it’s still a form of pressure that exposes you to liability and increases the chances of repeated injuries. And it doesn’t make you safer.

There’s a simpler and safer way to motivate your employees to take safety seriously: keep the topic of safety front and center. If you talk a lot about safety, you’ll have a safer workplace. You likely do this for customer service and performance standards, so why not do the same with safety?

Here are a few tools you can use to remind your employees to be mindful of safety:

Publish a monthly or quarterly newsletter. Each edition could have an article on a specific safety or wellness topic, a fun quiz (with the chance to win prizes), a reminder of important company safety policies, and emergency contacts.

Provide employees with a form on which they can document and report safety concerns they’ve noticed. This promotes employee involvement in proactive safety assessments of the workplace. For this practice to work, employees need to feel comfortable bringing concerns to your attention and confident that you’ll address them.

Offer a monthly 10-15 minute training on a matter of safety or wellness. And make them fun. You could train employees on anything from avoiding sleep deprivation to the health costs of stress. Promote employee involvement by asking various employees to facilitate them.

Talk to your workers’ compensation carrier. You can get good safety tips, trainings, and ideas from them, and you may be able to get write-offs. Like you, they want to keep costs down, so they’ll likely appreciate your efforts to make safety a priority and do what they can to help.

These are tools that any organization can use, but remember that some industries have special training required by OSHA. In any case, remember that your goal should be to have a safe workplace, not to maintain a workplace with absolutely no recorded accidents or injuries. Keep safety and wellness on the minds of your employees, and you’ll go a long way toward making your workplace as safe as possible.

HR Support Center offers custom policies and procedures your organization can utilize to make safety a top priority. Plus, HR Support Center is cheaper than one hour of a typical attorney's time. Contact us to get started.


Subscribe to Our Resource Center Digest

Enter your email below to receive a weekly recap of the latest articles from Paycor's Resource Center.

Check your inbox for an email confirming your subscription. Enjoy!

More to Discover

What are Supplemental Unemployment Benefits?

What are Supplemental Unemployment Benefits?

Reductions in force are unavoidable in economic downturns, but are traditional severance packages the way to go? They can be a big hit to your company’s cash flow and are subject to payroll taxes. The tax-friendlier option, Supplement Unemployment Benefits plans (SUBS), can spread out costs and deliver the same value for the employee, too. How Do Supplemental Unemployment Benefits Plans Work? SUBs got popular in the ‘50s as a way to help workers in industries with cyclical employment patterns get a more steady income. SUBs were often fought for in collective bargaining agreements. They’re growing in popularity again across industries. Under a SUB plan, in the event of a Reduction in Force (RIF) or temporary unemployment due to training,...

Take Our HR Benchmarking Quizzes

Take Our HR Benchmarking Quizzes

Paycor's research shows that 75% of high-functioning HR teams spend their time on mastering key pillars of HR excellence. Want to know how your team stacks up against others? Take our benchmarking quizzes to find out and get customized action plans based on your results. Recruiting Benchmark Quiz Benefits Benchmark Quiz Labor Costs Benchmark Quiz People Management Benchmark Quiz Compliance Benchmark Quiz

Remote Work Policy - Information Security Template

Remote Work Policy - Information Security Template

To make remote work successful, HR needs to think through risk mitigation policies, especially if it’s new to your organization. One of the biggest issues to consider is information security. It’s important that your remote workers know what to do in case of a security breach or data loss. Download Remote Work Information Security Policy Template Why Information Security is Important for a Virtual Workforce Protecting your company’s data (and the data of your clients) is hard enough when everyone’s working in the same office. It gets more difficult in a distributed, virtual environment. When an employee is offered the opportunity to work remotely, you may want them to sign an initial work from home agreement covering the general...

COVID-19 ADA Requirements

COVID-19 ADA Requirements

UPDATE JUNE 22: Updated EEOC guidance states that “requiring antibody testing before allowing employees to re-enter the workplace is not allowed under the ADA”. What is the ADA? The Americans with Disabilities Act (ADA) is a federal law that provides protection to disabled workers. The ADA prohibits employers from discriminating against employees on the basis of a physical or mental disability. This legislation applies to any business with at least 15 employees and prohibits discrimination against those with disabilities in all aspects of employment. How does the Coronavirus pandemic impact ADA compliance? Short answer, we don’t know yet. The Americans with Disabilities Act (ADA): The Basics The ADA broadly prohibits discrimination in...